Attorneys for Federal Employees — Nationwide

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Today at a Glance

• OPM + union contracts: Court orders can block agencies from ending CBAs—ask for the written legal basis.
• IRS office space shifts: Office moves and reporting changes may affect duty station, costs, and work rules.
• Buyout proposal (VSIP): A bill could change buyout caps—don’t assume future offers will look like the past.

Top Stories:

1. OPM Clarifies: Agencies Should Not Violate Court Orders to Terminate Union Contracts

Source: Government Executive — February 20, 2026

TL;DR: OPM updated guidance to make clear that if a court has blocked certain labor-relations changes for your bargaining unit, your agency must follow that court order while the case continues.

For federal employees, this means:

• If your bargaining unit is covered by an injunction or court order, your agency may have to keep honoring your union contract (CBA) for now.
• If you’re told “your union contract no longer applies,” you should ask for the exact authority in writing (and a copy/link).
• Keep records of any notice about contract termination, bargaining-unit status changes, or FLRA-related filings.

Legal Insight:

Court orders are not optional—agencies generally must follow them unless a court changes or lifts the order. If HR/LR says your CBA is terminated, ask them to identify what they’re relying on (executive order, OPM guidance, FLRA action, or a court order) and to provide it in writing. Save everything: emails, memos, and any changes to conditions of employment. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

2. IRS Looks to Shrink Office Space After Losing a Quarter of its Workforce Last Year

Source: Federal News Network — February 19, 2026

TL;DR: IRS leaders say they may consolidate or reduce office space after major staffing losses, which could lead to office moves and new reporting setups.

For federal employees, this means:

• You may see changes to your reporting location, shared workspaces, or how often you’re expected to be on-site.
• If your official duty station changes, that can affect pay, travel rules, and what shows on your SF-50.
• You should confirm details in writing and track how the change affects commuting costs and scheduling.

Legal Insight:
Worksite changes can create real impacts: commuting costs, transit benefits, parking, and sometimes travel or relocation issues. If you get a notice about a new worksite or reporting requirement, ask HR for the effective date and whether your SF-50/duty station will change. Keep copies of notices and any written guidance about the change. If commuting or in-person requirements create a disability-related problem, request the reasonable accommodation process in writing and keep documentation. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

3. Federal Employees May See Bigger Payouts for Voluntary Separation Under New Proposal

Source: FedSmith — February 20, 2026

TL;DR: A proposed bill would change the VSIP “buyout” maximum by tying it to pay (up to six months), instead of the usual flat cap.

For federal employees, this means:

• This is a proposal, not a final rule—so don’t plan your retirement or resignation around it yet.
• If your agency offers buyouts in the future, the size and terms could look different than past offers.
• You should read eligibility rules closely and avoid making irreversible choices based only on headlines.

Legal Insight:
Buyouts (VSIP) are voluntary, but they come with conditions—who qualifies, when you must separate, and whether you must repay money if you return to federal service too soon. If you receive a buyout offer, ask for the full written terms and the deadline to decide. Keep copies of the offer, your acceptance, and separation paperwork. Because deadlines can be short, consider talking with your union and a qualified federal employment attorney.

Legal Tip of the Day

Build a Simple “Work Timeline”

When something important happens at work, don’t rely on memory. Start a simple timeline at home or on a personal device: date, what happened, who was involved, and where you saved any related emails or documents. Add big events (new supervisor, move to a different unit) as well as problem events (comments, assignments, write-ups). Over months or years, this becomes a powerful tool to see patterns and explain your story clearly if a dispute arises. If your timeline is starting to worry you, our firm can review it with you and discuss what steps make sense for your situation. 

In Case You Missed It

A few quick hits from our recent videos and posts:

Telework Accommodations Still Apply Under RTO Memos

AFGE Wins HUD Telework Arbitration Case

DoD Graduate School Limits and Military Readiness

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